Training and Development of Government Employees in the Philippines

Edmar B. Cornejo

Rule VII of the Omnibus Rules Implementing Book V of Executive

Order No.292 and other Pertinent Civil Service Laws provides the

policies on career and personnel development in government.

•Every official and employee of the government is an assets or

resource to be valued, developed and utilized in the delivery of

basic services to the public.

•Every department or agency shall therefore establish a continuing

program for career and personnel development for all agency

personnel at all levels

•Each department or agency shall prepare a career and personnel

development plan which shall be integrated into a national plan by

the Commission.

•Each department or agency should have a human resource

development office created or a staff assigned solely for the

purpose of attending to the agency’s human resource development

function.

•Every department or agency is mandated to ensure that each

agency personnel shall have undergone at least on planned human

resource development intervention during the year.

A specific budgetary allocation of at least 3% of the annual budget shall be set aside for human resource development. Such program shall include the following:Induction Program – refers to the program for new entrants in government to develop their pride, belonging and commitment to public service.Orientation Program – refers to activities and courses designed to inform new employees about agency government programs, thrusts and operations as well as on their duties and responsibilities as well as benefits.Re orientation program – refers to courses designed to introduce new duties and responsibilities, new policies and programs to employees who have been in the service for quite sometime.Professional/Technical/Scientific Programs- programs in specific professional/technical/scientific areas for enhancement of skills and knowledge of second level personnel in the career service.Employee Development Program – refers to courses aimed at maintaining a high level of competence on basic workplace skills among employees in the first level career service.Middle Management Development Program – refers to asset or series of planned human resource interventions and training courses designed to provide division chiefs and other official of comparable ranks with management and administrative skills and to prepare them for greater responsibilities.Values Development Program – courses which are designed to enhance and harness the public service values of participants to be effective government workers.

Pre-retirement program – refers to courses which are intended to familiarize would be retirees on the government retirement plans and benefits as well as available business opportunities or other or who options.Executive Development Program- refers to activities and experiences, and continuing education intended to enhance the managerial skills or government officials.One program the CSC offers is the conduct of the following values related programs. They are intended to minimize graft and corruption in the government.

•ALAY SA BAYAN (ALAB)Intended for new entrants in the government. An initiation program

which intends to develop loyalty, love of country, sense of pride, belongingness and commitment to public service.

•VALUES ORIENTATION WORKSHOP (VOW)This program is for employees who have established roots in the organization or who may have developed complacency due to long stay in the service.

CSC also trains prospective trainers from within and other government agencies to have a multiple effect.

TRAINERS TRAINING ON ALAB (TALAB)TRAINERS TRAINING ON VOW (TIVOW)

For First Line Supervisors CSC offers two training programs •SUPERVISORY DEVELOPMENT COURSE (SDC)

develops and enhances the capability of first line supervisors in the bureaucracy. By upgrading their competencies it is hoped that the

vast inertia of “people power” in government service is also enhanced.•PUBLIC SERVICE EXCELLENCE PROGRAM (PSEP)

a planned change effort in an organization aimed in improving public service delivery.Other Training Programs

•LOCAL EXCECUTIVE FORUM (LEF)a let-know program with bull’s eye on personnel concerns and issues

such as reorganization, recruitment and selection and employee discipline.SCHOLARSHIPS

the government-wide Local Scholarship Program (LSP) aims government employees with educational opportunities to enhance personal growth and development. In the past LSP included grants for the completion of a masters degree, the completion of a bachelors degree and grants for skilled workers in the government. Presently, only the LSP-Master’s Degree Courses is being offered.

LSP – Masters Degree (LSP-MDC) – This was established in 1993 through CSC Resolution No.93-299. It provides government employees with a one year scholarship grant to pursue a master’s degree or post graduate studies.

Statistics on the Local Scholarship Program(as of June 2002)

The CSC conducts competitive examination for the LSP MDC annually. The LSP-MDC competitive examination consist of two stages:1. Stage 1 (Written Test) – designed to measure the basic competencies required for

graduate school work. It is a test of verbal ability, analytical ability, numerical ability, managerial ability and general knowledge on the Philippine Constitution.

2. Stage 2 (Interview) Those who pass the written test shall qualify for interview. Only those who pass the interview shall:a) For those with post graduate unit and or on thesis writing proceed to continue

with their studies under the terms and condition of the scholarshipb) For those without post graduate units, or those who have not started with a

graduate degree or course proceed to take the qualifying requirements of the school where they wish to pursue graduate studies. The grantee shall be entitled to a maximum of one year scholarship grant to pursued masters degree.

Nature No. Of Grantees No. of Graduates

LSP –MD 4,622 2,352

Study LeaveQualified employees, excluding those in the teaching profession, may apply for study leave not exceeding six months with pay for the purpose of helping them prepare for bar or board examination. For completion of masters degree the study leave shall not exceed six months.Personnel Development Committee

mandated to be established in every department and agency which shall provide support functions to matter pertaining to selection of agency nominees to training, development and scholarship programs in accordance with existing civil service policies and standards.Incentives, Rewards, and Recognition

The head of each department of agency is authorized to incurrwhatever necessary expenses involved in the honorary recognition of subordinate officers and employees of the government, who by their suggestion, invention, superior accomplishment, and other personal efforts contribute to the efficiency, economy or other improvement of government operation, or who perform extraordinary acts or services in the public interest in connection with their official employment.

PRAISE (Program on Awards and Incentives for Service Excellence)shall provide both monetary and non monetary awards and incentives to

recognize, acknowledge and reward productive, creative innovative and ethical behavior of employees through formal and informal mode.HAP (Honor Awards Program)

seeks to recognize and reward public officials and employees for their outstanding contribution and achievement in the delivery of public service

A. Outstanding Work Performance1. Presidential or Lingkod Bayan Award – conferred on an individual or

group of individuals for exceptional or extraordinary contribution resulting from a nationwide impact on public interest, security and patrimony.• Awardee shall receive a gold (gilded) medallion and a plaque

containing the citation and signature of the President• Shall be given PHP 100,000• Entitle to automatic promotion or an increase in salary

equivalent to higher position (except for elective or appointive brgy. Officials)

• As may be determined by the committee on award (bonus, citation, directorship of GOCCs, local and foreign scholarship and paid vacation)

2) Outstanding Public Official and Employee or Dangal ng Bayan Award is conferred to an individual or performance of extraordinary act of public service and consistent demonstration of exemplary ethical behavior in observance with the eight (8) norms of behavior under R.A. 6713

•Commitment to Public Interest•Professionalism•Justness and Sincerity•Political Neutrality•Responsiveness to the Public•Nationalism and Patriotism•Commitment to Democracy•Simple Living

2. Civil Service Commission or Pagasa Award –• Shall receive a gold gilded medallion, a plaque containing the

citation and signature of the Chairperson of the CSC, and PHP 50,000

PROMOTION - advancement of an employee from one position to another with an increase in duties and responsibilities and usually associate with increase in salary.

Comparative Degree of Competence and Qualification of Employeea) Performance – based on the last performance rating of the employee. No

employee shall be considered for promotion unless his last performance rating is at least very satisfactory.

b) Education and Training – include education background and successful completion of training course, scholarship, training grants and others.

c) Experience and Outstanding Accomplishment – include occupational history, work experience and accomplishment worthy of commendation.

d) Physical Characteristic and Personality Traits – refer to the physical fitness, attitudes and personality traits of individual

e) Potential – employees capability to handle higher and more responsible position

CSC Learning and Development - Plan that aligns to the CSC‟s goals and aspiration becomes strategic and highly important.

• L&D interventions provide a strategic alignment between the CSC workforce's individual learning and development goals with the goals of the organization•helps CSC executives/managers/supervisors see a clear line of sight between organizational goals, the competencies the CSC workforce needs to demonstrate and what they as executives/managers/supervisors need to carry out in order to encourage and support the acquisition and demonstration of these behaviors. •helps attract as well as retain the needed talents in the CSC and keep them motivated in pursuing performance and service excellence. •enumerates a set of strategies and interventions to help both the Office for Human Resource Management and Development (OHRMD) and the Heads of Offices (HOs)/Assistant Heads of Offices/supervisors form partnership for helping the employees acquire the necessary knowledge, skills and attitudes to perform the job better. Strategies include the use of tools such as the Learning Application Plan (LAP) or Re-Entry Action Plan (REAP) to ensure transfer of learning to the workplace.

Gender and Development• aims to address the various gender needs and concerns of employees in the Commission and the bureaucracy,•Includes formulation and implementation of policies and programs addressing women issues and concerns in the public sector

POLICY DEVELOPMENT AND STRENGTHENING – administrative rules are part of the commitment to provide a work environment to support productivity, where all officials and employees are treated with dignity and respect A. Issuance of Memorandum Circulars on the following:

•Policy at work place - (MC 33 s. 1997)• Health Awareness Program - (MC 38, s. 1992)•Project Talaan and checklist of reasonable working conditions (CSC MC 30, s. 1994)•Special leave privileges (CSC MC 6, s. 1996 and MC 6, s. 1999)•Flexible working arrangements (MC 14, s. 1989)• Modified maternity leave (Sec. 4, Rule XVI of the Omnibus Rules)•Policy on sexual harassment in the workplace (CSC Res. # 95-6161, MC 19, s. 1994)

B. Establishment of CSC Day Care/ Breastfeeding Center

The CSC, as the central personnel agency of the bureaucracy, has a dual responsibility of promoting GAD both to its internal and external clients. Cognizant of the gargantuan task the Commission has to achieve, the National Commission on the Role of Filipino Women (NCRFW) forged a Memorandum of Agreement (MOA) with the CSC. The project known as Support to Gender and Development Mainstreaming and Institutionalization in the CSC Phase I was funded by the Canadian International Development Agency (CIDA).Four major outputs evolved out of this project:

1.MC No.8, s. 1999 - Policy on Equal Representation of Women and Men in Third Level Positions in Government;2.Directory of Women on the Move - a database of deserving women who are qualified to occupy executive positions in government;3.An organizational study assessing CSC's readiness to mainstream gender and4.A report on how gender can be incorporated in two of CSC's flagship programs, VOW and SDC.

CAPABILITY BUILDING AND ADVOCACY•Conduct of training on mentoring•Expansion of the local scholarship program to enable undergraduates to complete their bachelor's degree (LSP-BD);•Amendment of age requirement from 45 to 50 for LSP-MD and from 50 to 58 for LSP-SWG;•Issuance of memoranda enjoining participation of all government employees in the program of activities during Women's month;•Creation of Equality Advocates (EQUADS);•Development of Career Advancement Program for Women in Government Service (CAPWINGS); and•Conduct of livelihood seminars/trainings.

Gawad Kawayan Awards (GKA) of the Gender and Development (GAD) Programs as Gawad Kawayan Para sa Tanggapan na may Katangi-tangingKontribusyon saPagpapalawig ng GAD (Outstanding GAD Contribution of an Office/Unit) and Gawad Kawayan Para sa Katangi-tanging Tagapagtaguyod (GAD Champion),

Heroes in Public ServiceThis project chronicles the lives and accomplishments of heroes in public service – the CSC awardees who have quietly endeavored to achieve excellence in various fields of government work. Discover the unique talents, amazing feats, and inspiring stories of these unsung heroes who, despite modest financial gain and virtually unnoticed achievements, continue to labor for the sake of the government’s premier clientele – the Filipino people.

INSTITUTIONALIZING OF MENTORING ACTIVITIES FOR MIDDLE MANAGERS IN GOVERNMENT

• A project of the Ombudsman with funding support from the European union through the delegation of the European commission to reduce poverty : corruption prevention project• 3 day training conducted on July 30 to October 5, 2007 in venues outside metro manila .23 agencies sent middle managers to join the program.• This handbook was the compilation of the output that was generated from the training entitled institutionalization of mentoring activities for middle managers in the government

Middle Managers were identified as target participants in important activities to important activities included in the corruption prevention project to equip them with proper tools and techniques on corruption detection, risk management and self assessment skills in corruption vulnerabilities coupled with ethical and leadership dimension at work to serve a lasting sustained and continuing approach in combating corruption.

The following were the participating government agency:• Office of the Ombudsman (OMB) 73• Department of public works and highways (DPWH) 55• Department of agrarian reform, (Dar) 52• National Irrigation Administration (NIA) 50• Land Transportation Office (LTO) 46• Bureau of internal revenue (BIR) 40• Department Health (DOH) 40• Light Rail transit Authority (LRA) 32• Bureau of Correction (BuCor) 32• Land Registration Authority (LRA) 32• Philippine national Police (PNP) 30• Bureau of Fire Protection (BFP) 23• Armed Forces of the Philippines (AFP) 19• Pag ibig fund (PAG-IBIG) 17• Department of Environment and Natural Resources (DENR) 15• Department of National Defense (NDD) 15

• Department of education (DepEd) 13• Procurement Service –Department of budget and

management• Philippine Veterans affairs office (PVAO) 10• National transmission Corporation (Transco) 10• Bureau of customs (BOC) 8• Development Academy of the Philippines (DAP)2• Department of Transportation and Communication

(DOTC) 2

Participating Government Agency COnt

The City Government of San Fernando led by Mayor Pablo C. Ortega conducted several trainings to equip, empower and arm selected city employees to function as pool of facilitators to assist the barangays in conducting their Barangay Development Strategy 2 (BDS2) planning and monitoring workshops, in line with the Performance Governance System (PGS).

•Facilitation Skills Training, Leading Change, Negotiation Skills and the Business Process Improvement•More than 96 hours was spent by each participant during the conduct of the series of trainings held in Dec 2013

ICT Training of Makati

The ICT Scholarship and Training Program aims to develop and implement a long-term strategy to strengthen the country’s training of skilled professionals

Having competently trained ICT professionals would have a multiplier effect towards international marketing and branding and would also entice professionals to have broader career opportunities in the industry-specific ICT fields.

The scholarship reaches out to give the underprivileged, talented and deserving students, ICT practitioners, near-hire job applicants, and government employees the opportunity to pursue short term courses in Information and Communications Technology (ICT) identified as priority areas in selected training institutions in the country.

Course Offered: The 3D

Animation Course is a

specialized coursethat focuses

on advanced principles and

theories of animation. The

students will be exposed in 3D

fundamentals and production

focused 3D modelling; texturing,

digital cinematography and

rendering; 3D character

animation, and 3D

rigging/character

setup/technical animation

Scholarship Privileges:

The ICT Scholarship and Training

Program will cover the full

tuition fee of the ICT course

including the training materials

such as books and equipment

and will provide monthly

stipend/living allowance for the

whole duration of the training

(for unemployed).

Training Roll-out:

•The thirty (30) scholars who passed the written and oralexaminations will participate in the training program.•Successful graduates shall be given the priority employmentopportunities with the ICT industry sector where their skills areneeded.

This scholarship program is funded by the PhilippineGovernment, through the Department of Science andTechnology ICT-Office, administered with the support of theUniversity of the Philippines Information TechnologyDevelopment Center (UPITDC), industry partners, GameDevelopers Association of the Philippines and PhilippineSoftware Industry Association.

INTEGRATION OF DISASTER RISK REDUCTION EDUCATION INTO THE SCHOOL CURICULA AND SANGGUNIANG

KABATAAN (SK) PROGRAMS AND MANDATORY TRAINING FOR THE PUBLIC SECTOR EMPLOYEES

Section 3. Education and training of employees of the publicsector – the public sector employees shall be trained inemergency response and preparedness with strong focus ongender responsiveness, sensitivity to indigenous knowledgesystems and respect for human rights. Towards this end, thefollowing guidelines are hereby established to ensure itseffective implementation and compliance.

•The civil service Commission shall issue a directive requiring allheads of government department and agencies, includinggovernment financing institutions and local government units toconduct training on DDRRM for their respective personnel.•A train-the-trainers approach shall be adopted for this purposewhereby member agencies of the NDRRMC, including othergovernment agencies and local government units, shall organizeand train their respective DRRM core of trainers who shall beresponsible in cascading the training to their regional/field leveland/or LGU staff.•A standard training design and instructional materials on DRRMshall be developed by the DRRM training institute•Members of the National Council which already conduct specialtyand highly technical skill courses may continue with the conduct ofsaid training programs.

Local Government Academy (LGA) is the country's leading provider of capacity building services to local government units (LGUs) and to the DILG personnel

•Business Friendly and Competitive LGUs•LED4LGUs - Local Economic Development for Local Government Units•BPLS - Business Permits and Licensing System•RSP4LGUs

•Environment-Protective, Climate Change Adaptive and Disaster Resilient LGUs

•Enhancing LGU Capacity on Climate Change Adaptation and Disaster Risk Reduction Management (CCA-DRRM) and Disaster Preparedness

Socially-Protective and Safe LGUs•Mainstream Peace and Development in Local Governance•MDG-FACES - Millenium Development Goals Family Based Actions for Children and their Environs in the Slums•Enhancing Capacities of LG to address HIV-AIDS

Accountable, Transparent, Participative and Effective Local Governance

•Newly Elected Officials (NEO) Program•Barangay Newly Elected Officials (BNEO) Program•V2V PIPELOG: Vigilance to Volunteerism: A Prorgam for Intensifying People's Engagement in Local Governance

Strengthened Internal Governance Capacity

Training programs under this outcome are for the DILG Personnel.

•Strengthening LGRC as Harmonizing Mechanism for Effective Local Governance•Induction Training for LGOO (Local Government Operations Officer) II & II•Leadership Training for DILG Supervisiors•Executive Leadership Program for DILG Senior Officials•Capacity Development for LGOO V

PPSC System is the umbrella organization that provides

direction, administration and control of the various education and training programs offered by its component agencies, namely: the National Police College (NPC), Philippine National Police Academy (PNPA), Police National Training Institute with its 18 Regional Training Schools, Fire National Training Institute (FNTI), Jail National Training Institute (JNTI), and the National Forensic Science Training Institute (NFSTI).

Course No. of Classes No. of Participants

Educational Courses

Master in Public Safety Administration 1 40

Bachelor of Science in Public Safety-

Cadetship32 1,050

Sub- Total 33 1,090

Officer Courses

Officer Senior Executive Course 4 200

Officer Advance Course 8 400

Jail Officer Advance Course 1 50

Police Officer Basic Course 28 1,400

Jail Officer Basic Course 1 50

Sub- Total 42 2,100

Non-OFficer Courses

Police Officer Candidate Course 17 850

Fire Officer Candidate Course 2 100

Jail Officer Candidate Course 1 50

Senior Leadership Course 61 3,050

Junior Leadership Course 61 3,050

Jail Senior Supervisory Course 3 150

Jail Junior Supervisory Course 3 150

Fire Protection Supervisory Course 9 450

Sub- Total 157 7,850

Basic Recruit Courses

Basic Recruit Course (PNP) 252 12,615

Basic Recruit Course (Fire) 25 1,250

Basic Recruit Course (Jail) 12 600

Sub- Total 289 14,465

Master Education and Training Program FY 2012 (by Course)For FY 2012

Specialized Courses

Fire Arson

Investigation and

Inspection Course

11 571

Investigation and

Detection Course12 600

Traffic Investigation

Course4 200

Narcotics and

Investigation Course2 100

Sub- Total 29 1,471

TOTAL 550 26,976

National Defense College of the Philippineshas the broad mission to prepare and develop

potential national defense leaders, civilian officials of the different branches of the government and selected executives from the private sector for more effective participation in national security formulation, for high command and staff duty, and for the conduct of strategic and international studies as basis for national policies.

Why are Consultants and Job order personnel cannot be nominated and eventually attend foreign scholarships?

It is a policy that candidates for trainings, scholarships or seminars must have a permanent appointment. As career personnel, the Government will be able to make full use of whatever experience and knowledge they would acquire.Why is the seminar fee limited to P1, 200.00/day?

Seminar fee sponsored by non-government and private organizations shall not exceed P1, 200.00/day/participant.

Any amount in excess of the prescribed rate shall be at the expense of the participant pursuant to DBM National Budget

Circular No. 486 (issued 26 March 2003).National budget circular 442 Cost of participation of government officials and employees in convention seminar, conferences, symposia and similar gathering is Php. 900.00 per participant(March 25, 1995)

What is the importance of an Action Plan after attending a training, seminar and scholarship?

An action plan illustrates or highlights outputs of all the learning the grantee/s gained after attending trainings/seminars/scholarships. Through action plan, the grantee/s will be able to enumerate, identify and execute those learning and apply it to his/her daily tasks and key result areas. Why do we need to conduct an Echo Seminar?

We conduct an Echo Seminar in order for the grantee/s to evaluate/assess the relevance of the seminar attended.

Considering that only a minimal number of attendees is allowed per Division, it will allow other co-employees to learn new ideas from the seminar conducted.

SOURCESBuendia D.P., Personnel Administration in the Philippine Government. (2008)

Training and Development (pp. 132-146). National BookstoreCivil Service Commission. Heroes in the Public Service. Retrieved July 23, 2014

From http://excell.csc.gov.ph/heroes/uplbbee.pdfCivil Service Commission. Heroes in the Public Service. Retrieved July 23, 2014

Fromhttp://excell.csc.gov.ph/cscweb/heroes.htmlCivil Service Commission. Heroes in the Public Service. Retrieved July 23, 2014

From http://excell.csc.gov.ph/heroes/2013LB_damazo.pdfCivil Service Commission. GAD. Retrieved July 23, 2014

Fromhttp://excell.csc.gov.ph/GAD/2013GKAwinners.pdfCivil Service Commission. HAP. Retrieved July 23, 2014

Fromhttp://excell.csc.gov.ph/cscweb/HAP.html#4.2Civil Service Commission. CBLDMS. Retrieved July 23, 2014

Fromhttp://excell.csc.gov.ph/CBLDMS/CBLDMS.htmlCivil Service Commission. GAD. Retrieved July 23, 2014

Fromhttp://excell.csc.gov.ph/GAD/GADhome.htmlCivil Service Commission. GAD. Retrieved July 23, 2014

From http://excell.csc.gov.ph/GAD/init.html

Flores H.A. City employees undergo series of PGS facilitators trainingRetrieved August 5,2014 fromhttp://new.sanfernandocity.gov.ph/index.php/2014/05/city-

employees-undergo-series-of-pgs-facilitators-training/

Local Government Academy of the Philippines. Retrieved August 7, 2014from http://www.lga.gov.ph/outcome-areas

Philippine Public Safety College. Retrieved August 7, 2014 from http://www.ppsc.gov.ph/index.php?id1=7&id2=8&id3=0

National Defense College. Retrieved August 7, 2014 from http://www.ndcp.edu.ph/admission.php